Some Suggestions for Mapping Organizational Members’ Sense of Fit

Despite its importance in the organizational behavior literature, person–organization (P–O) fit remains an elusive construct. One reason for this is the lack of research about organizational members own sense of their P–O fit. In this paper we discuss the criteria required of suitable research tools to explore this domain. Drawing on arguments from the cognition literature, we argue that storytelling and causal mapping techniques are suitable for exploring organizational members sense of fit. We conclude with a short example of the method in action and a discussion of some of the practical issues that researchers will face.     

Model Fit and Item Factor Analysis: Overfactoring,Underfactoring, and a Program to Guide Interpretation

In exploratory item factor analysis (IFA), researchers may use model fit statistics and commonly invoked fit thresholds to help determine the dimensionality of an assessment. However, these indices and thresholds may mislead as they were developed in a confirmatory framework for models with continuous, not categorical, indicators. The present study used Monte Carlo simulation methods to investigate the ability of popular model fit statistics (chi-square, root mean square error of approximation, the comparative fit index, and the Tucker–Lewis index) and their standard cutoff values to detect the optimal number of latent dimensions underlying sets of dichotomous items. Models were fit to data generated from three-factor population structures that varied in factor loading magnitude, factor intercorrelation magnitude, number of indicators, and whether cross loadings or minor factors were included. The effectiveness of the thresholds varied across fit statistics, and was conditional on many features of the underlying model. Together, results suggest that conventional fit thresholds offer questionable utility in the context of IFA.     

Dress fit and body image: A thematic analysis of women's accounts during and after trying on dresses

This study was designed to investigate women's experiences of dress fit and body image. Spontaneous speech of 20 women aged 18–45 years was audio-recorded while they tried on a number of dresses. They were also body-scanned and photographed in their chosen dress and discussed both the scan and the photograph in semi-structured interviews. Data were analysed using inductive thematic analysis and four key themes were found: the slim hourglass ideal, functional aspects of clothes fit, body confidence and clothes fit, and clothes dimensions and size coding. All themes and component sub-themes were ratified in follow-up sessions six months after the original interviews. It was concluded that these women had a complicated relationship with clothes fit and sizing and used well-fitting clothes to increase body confidence, cover perceived flaws, and to try to attain a slender hourglass look. Ideas for future directions for research in these areas are discussed.     

Regulatory fit at work: gravitational effects and associations with employee well-being

ABSTRACT

Using a task approach, this study examined the extent to which employee regulatory focus would “gravitate” employees towards promotion- versus prevention-oriented tasks within their jobs, and whether a subsequent regulatory fit/misfit would be associated with their well-being (i.e., mental health and job satisfaction). In a pre-study among 37 employees, we determined the regulatory focus of work tasks from the Netherlands Skill Survey, which are relevant to the general working population, resulting in a selection of 7 promotion and 11 prevention tasks. For our main study, we used the Dutch Longitudinal Internet Studies for the Social Sciences (LISS) panel and collected data from 1,606 respondents. In 2011, we collected respondents’ regulatory focus and in 2012, we collected their work tasks and well-being. Promotion-oriented employees considered both promotion and prevention tasks to be highly relevant in their jobs, and this relevance was associated with their mental health. Prevention-oriented employees, however, did not respond to the relevance of promotion or prevention tasks and generally reported lower well-being, irrespective of the regulatory focus of their tasks. We tentatively conclude that promotion focus gravitates employees towards job with a richer task content, containing both promotion and prevention tasks.     

Regulatory focus and the family–work interface: The role of regulatory fit between cohabiting partners

The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the family–work interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partners’ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partners’ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partners’ self regulatory styles can influence family life and, consequently, the impact of family on work.     

Influencing the salesforce through perceived ethical leadership: the role of salesforce socialization and person–organization fit on salesperson ethics and performance

With today's emphasis on building strong customer relationships in the business-to-business sales environment, appropriate leadership is necessary to instill ethical and provide the proper guidance among employees to ensure ethical decision-making and improve sales performance. This research examines the role of perceived ethical leadership as it relates to both formal and informal marketing control mechanisms (i.e. salesforce socialization) that influence person–organization fit, and how this fit relates to salesperson unethical intent and performance. Results from a study of 408 business-to-business salespeople suggest that perceived ethical leadership both directly, and indirectly via salesforce socialization, affects salesperson ethical values person–organization fit, which in turn affects salesperson performance. Based on these findings, both theoretical and managerial implications are provided, as well as directions for future research.     

Differences Between Young and Old University Students on a Lexical Decision Task: Evidence Through an Ex-Gaussian Approach

This work compared two common variants of a lexical decision task (LDT) through two different analysis procedures: first, the classical ANOVA method, and second, by fitting the data to an ex-Gaussian distribution function. Two groups of participants (old and young university students) had to perform, blocks of go/no-go and yes/no tasks. Reaction times and error rates were much lower in the go/no-go task than in the yes/no task. Changes in the ex-Gaussian parameter related to attention were found with word frequency but not with the type of LDT tasks. These findings suggest that word frequency shows an attentional cost that is independent of age.     

Core self-evaluation and life satisfaction: The person-environment fit perspective

This study is the first to test the mediating roles of three person-environment (P-E) fit variables (i.e., person-major fit, person-university fit, and person-society fit), in the relationship between core self-evaluation and life satisfaction. Data from 794 Chinese university students were analyzed using structural equation modeling. Results supported a partial mediating effect for all three P-E fit variables on the relationship between core self-evaluation and life satisfaction. Person-major fit and person-university fit partially mediated the relationship between core self-evaluation and person-society fit. Additionally, person-society fit partially mediated the relationships of life satisfaction with person-major fit and person-university fit. The findings reveal the complicated mechanisms underlying the influence that core self-evaluation has on life satisfaction and suggest important implications for future research.     

如何道歉更有效:调节聚焦与信息框架的作用

本研究结合调节聚焦理论探讨了如何道歉更有效。两个实验通过启动不同调节聚焦,创设冒犯情境并呈现不同框架的道歉信息,考察调节聚焦与道歉框架对道歉效果的影响。结果表明,向促进聚焦的受害者呈现积极框架的道歉信息、向防御聚焦的受害者呈现消极框架的道歉信息能改善受害者对冒犯者的评价,降低交往回避倾向,获得较好的道歉效果,且正确感是此种影响发生的内在机制。     

Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study

Although scholars imply that job crafting contributes to person–job fit and meaningful work, to date, no study examined the relationships between these variables. The present three-wave weekbook study was designed to gain more knowledge about the influence of job crafting on person–job fit and meaningfulness. We collected data among a heterogeneous group of employees (N = 114) during three consecutive weeks (N = 430 occasions). At the end of their working week, employees reported their job crafting behaviors, their person–job fit (demands–abilities fit and needs–supplies fit), and the meaningfulness of their work that week. Results indicated that individuals who crafted their job by increasing their job resources (e.g., support, autonomy) and challenging job demands (e.g., participate in new projects), and by decreasing their hindering job demands (e.g., less emotional job demands) reported higher levels of person–job fit the next week. In turn, demands–abilities fit related to more meaningfulness in the final week. No support was found for alternative causal models. These findings suggest that by crafting their job demands and job resources, individuals can proactively optimize their person–job fit and as a consequence experience their work as meaningful.